Home < Human
Resources and Benefits Briefing < September
2005
Randolph Scott new policy
and program design leader
Randolph R. Scott notes that increased funding for UC salaries and benefit costs this year signals "a clear affirmation that we need to continue to improve faculty and staff total compensation."
Scott assumed the position of executive director for systemwide human resources and benefits policy and program design on July 25, following the retirement of Michele French from that position.
"Over the long term," he says, "we may be faced with balancing choices between what is desirable and what is doable in order to find sustainable salary and benefit program options for all of the people of the University. We will need to move in a strategic direction that integrates all elements of salary and benefits as ‘total remuneration’ when comparing UC’s position to the market and guiding our decision making about what we should do next."
Scott has more than 20 years of wide-ranging HR management experience. Most recently, he served as chief human resources officer at Lawrence Berkeley National Laboratory since 2001.
Reporting to Human Resources and Benefits Associate Vice President Judy Boyette, Scott is responsible for the design and development of policies, programs, and benefits plans in three interrelated areas: faculty, staff, and retiree health and welfare plans; the UC Retirement Plan and Retirement Savings Program; and personnel policy and compensation for nonrepresented staff.
Randolph R. Scott, SPHR, former chief human resources officer at Lawrence Berkeley National Laboratory, joined the UC Office of the President on July 25 as executive director for systemwide human resources and benefits policy and program design.
"It's a wonderful opportunity for Randy," said Associate Laboratory Director for Operations David McGraw, "and we're pleased that he will still be a part of the University family." McGraw said Scott was especially effective since arriving at the Lab in 2001 in two areas─improving relationships between the Lab and both the Department of Energy and the University, and instilling a culture of professionalism into the practice of human resources.
"We had a very complicated CIP (compensation increase plan for annual approval by the DOE) before Randy arrived, but he simplified it in a way that saved time and earned DOE's acceptance," McGraw said. "He also initiated a drive toward accredited systems, both individual and programmatic, which measured performance against the highest standards of practice."
McGraw also noted that Scott worked "tirelessly" as a member of the new UC management contract development team, contributing to the management systems portion of the successful proposal to the DOE.
Scott said he sees his new appointment as "changing positions," not "changing teams." He thanked Laboratory senior management for its active support of the changes and improvements in HR policy, program and service during his tenure. "We've improved our HR relationships and performance with the DOE having achieved 'outstanding' ratings during this time," he said.
"I'm especially proud of the Lab's human resources team members, who have worked really hard at integrating HR center and core services to meet division management needs and the Lab's operations mission," he added.
Scott succeeds long-time former Executive Director Michelle French, who has retired. For more information, see UC Associate Vice President for Human Resources and Benefits Judy Boyette’s memo to the Office of the President upon Scott's appointment.
